CH8 - Managing human resources and labour relations Flashcards
Human resource management
the set of organizational activities directed at attracting, developing and maintaining and effective workforce
Strategic approach to talent management
reducing employees in areas where they are no longer needed and adding new talent to key growth areas
Human capital
firm’s commitment to people
-> reflects an organization’s investment in attracting, retaining, and motivating an effective workforce, “the value of people”
Talent management
reflects the view that the people in an organization represent a portfolio of valuable talents and skills that can be effectively managed and tapped in ways best targeted to organizational success
The two parts of job analysis
1) job description : lists the duties of a job; its working conditions; and the tools, materials, and equipment used to perform it
2) job specification : lists the skills, abilities, and other credentials needed to do the job
Two tasks in forecasting the supply of labour
1) Forecasting internal supply -> Relates to the number and type of employees who will be in the firm at some future date.
2) Forecasting external supply -> Relates to the number and type of people who will be available for hiring from the labour market at large.
Employee information systems / replacement chart
1) contain information on each employee’s education, skills, work experience, and career aspirations
-> helps to plan the forecasting of internal supply
2) list of managerial position, who occupies it, how long they will probably stay in it before moving on, and who is now qualified or will soon be qualified to move into the position
Recruiting (general)
-> process of attracting qualified people to apply for available jobs
Internal recruiting
considering present employees as candidates for openings
=> promotions (can help build morale + keep high quality employees from leaving)
External recruiting
attracting people outside the organization to apply for jobs
-> advertising, campus interviews, employment agencies, executive search firms, referrals by present employees, and hiring “walk-ins”
-> now more use of tech and video ads, online recruiting
Steps in the validation of candidates
1) Application Forms
- gather info about person
2) Tests (skill, ability)
3) Interviews
(others - physical exam, drug tests)
How are newly hired employees developed ?
-> employee orientation
-> training : on the job, off the job, management development programs, mentoring
Orientation
process of introducing new employees to the company’s policies and programs, the co-workers and supervisors they will interact with, and the nature of their job
on-the-job training
placing the employee in an actual work situation and having a supervisor or experienced employee demonstrate how to perform the task
-> most of it is informal
off-the-job training
performed at a location away from the work site. It might be in a classroom within the same facility or at a different location altogether
Evaluating employee performance
-> how well employees do their job = helps making decisions about raises, promotions, training + feedback
Compensation
the rewards that organizations provide in return for employees’ willingness to perform various tasks = base salary, incentives, bonuses, benefits, and other rewards
Protection plans
assist employees when their income is threatened or reduced by illness, disability, unemployment, or retirement
= insurance, pension plans
Workforce diversity
range of workers’ attitudes, values, beliefs, and behaviours that differ by gender, race, age, ethnicity, physical ability, and other characteristics
-> diverse companies are more innovative
Knowledge workers
typically require extensive and highly specialized training
=> scientists, engineers, physical scientists, game developers, and software application designers
=> skills need to be updated every couple years
Contingent workers
one who works for an organization on something other than a permanent or full-time basis
= part-time, freelancer, temporary employee, contract worker, guest worker
Labour union
group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, greater benefits, or better working conditions
Labour relations
overall process of dealing with employees who are represented by a union
Collective bargaining
process by which union leaders and company management negotiate terms and conditions of employment for those workers represented by unions
Why are less workers parts of unions (4)
1) today’s workforce is increasingly diverse and contains both women and ethnic minorities who have weaker traditions of union affiliation than white males
2) the workforce is increasingly employed in the service sector, which traditionally has been less heavily unionized
3) companies have become more aggressive in opposing unions
4) more companies are providing a work environment in which employees are allowed to participate and be actively involved
What do unions negotiate for ? (bargaining) (
compensation : higher wages / raise
-> tool used is the Cost-Of-Living-Adjustment (tie raises to the CPI)
benefits : insurance, retirement benefits, paid holidays, working conditions, and the cost of supplementary health care
job security : preserving jobs (esp because of deindustrialization)
others : working hours, overtime policies, rest periods
Tactics when Bargaining fails
1) Union tactics
=> strikes : employees temporarily walk off the job and refuse to work (during this time may picket or boycott)
2) Management tactics
=> lockout : employers physically deny employees access to the workplace (also might employ temporary/permanent workers for the absent employees)
Calling a third party to help resolve a dispute
Conciliation : neutral third party (the conciliator) helps the two sides clarify the issues that are separating them.
-> cannot impose a settlement on the disputing parties
Mediation : neutral third party (the mediator) goes beyond conciliation and advises the disputing parties about specific steps they might take to reach a settlement
-> cannot impose a settlement
Arbitration : neutral third party (the arbitrator) imposes a settlement on the disputing parties
Human resources cycle
Recruiting -> Selecting -> Orientation -> Training -> Performance evaluation -> Outbound (including retirement) ->
